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FAQ q1-7

Frequently Asked Questions!

Q1. Do you develop affirmative action plans (AAPs) for clients? If so, what reports and analyses are delivered when you develop an AAP on behalf of a client?

A1. Yes, we develop affirmative action plans (AAPs) for our clients. They provide us their employment transaction data; we reconcile the data to create compliant AAPs. Our team is staffed by consultants who have extensive affirmative action experience. Each AAP we develop has all of the reports needed if an audit is called by the US Department of Labor. The reports include: The Executive 11246 AAP narrative for women and minorities; the narrative for veterans and disabled; the job group analysis; the workforce analysis; the internal feeder pool analysis; the external census availability analysis; the utilization analysis; placement goals for the current year; prior year progress analysis; impact ratio analyses for personnel activities (hire, promotion and termination), an Executive Summary Report highlighting risk areas.

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Q2. What is AAPMaker, and what reports and analyses are delivered by the AAPMaker software?

A2. AAPMaker is an affirmative action planning software that was developed by our in-house consultants who have many years of experience developing AAPs and interfacing with the US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).

AAPMaker follows a step-by-step approach, so you do not need previous AAP experience -- just follow the steps. It delivers a fully complaint AAP that is ready for submission should a compliance audit be called. The analyses and narratives include: The Executive 11246 narrative for women and minorities; the narrative for veterans and disabled; the job group analysis; the workforce analysis; the internal feeder pool analysis; the external census availability analysis; the utilization analysis; placement goals for the current year; prior year progress analysis; impact ratio analyses for personnel activities (hire, promotion and termination).

AAPMaker Features
  • Advanced checks for errors and inconsistencies in your Excel employee data
  • A step-by-step approach to developing an Affirmative Action Plan (AAP), with helpful tips at each step
  • The most recent census data and the ability to import it into the software
  • Ability to import employee data from Excel
  • The ability to import all EEO-1 categories, including 1.1 and 1.2
  • The ability to export all AAP reports into PDF, Excel, Rich Text Format, and Word
  • Ability to create multiple AAPs
  • An automatically generated compensation analysis by job title

AAPMaker Reports and Analyses
  • All the required analyses and legal narratives of an affirmative action program
  • Executive Order 11246 Narratives
  • AAP Narrative for Disabled Individuals and Veterans
  • Availability Analysis
  • Utilization Analysis
  • Current Goals/Targets
  • Job Group Analysis
  • Workforce Analysis
  • Prior Year Progress Report
  • Adverse Impact Analyses for hiring, promotion and termination activities (with standard deviation and Fisher’s Exact analyses)
  • An Executive Summary Report

You can download a free Demo of the AAPMaker software from our website or request a Trial/Demo copy on CD by emailing us at Upon installation of the AAPMaker Demo, a registration window will open up. Click on the “Trial” button to bypass that window. You can use the Demo to develop an actual Affirmative Action Plan. You can later purchase the user license that will allow you to print the AAP analyses and access the legal narratives. The license can be purchased online or by calling us at (866) 433 6752, Monday through Friday, 8:00AM to 5:00PM, EST. We will provide you with a registration code that converts the AAPMaker from a trial to a fully-functional copy.

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Q3. Does EEO Made Simple Consulting, Inc. (EMSC) assist companies with audits?

A3. Yes, we provide a per fee audit support service to all clients. Our services include:

  • Audit support where EMSC consultants work closely with the client’s audit team to prepare and present the desk audit submission materials to meet the Office of Federal Contract Compliance Programs’ (OFCCP) thirty-day submission deadline, and answer follow up questions asked by the Agency.
  • The development of strategies in preparation for the on-site visit by the OFCCP. These strategies are developed specifically for the client. They are based on the results of the analyses in the client’s AAP.
  • Onsite visit to conduct a pre-audit or to interface with the OFCCP on behalf of the client during the onsite phase of the audit.

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Q4. What information is required from the client in order for EEO Made Simple Consulting, Inc. (EMSC) to complete the affirmative action plan (AAP) on its behalf?

A4. The Client must provide EEO Made Simple Consulting, Inc.( EMSC) with the following information:

  • An Excel list showing the demographics of active employees on the first day of the start of the twelve-month period that the client has chosen as its AAP year.
  • An Excel list showing individuals who applied for jobs with the organization during the previous twelve-month period.
  • Excel lists showing employees who were hired, promoted or terminated during the previous twelve-month period.
  • A completed AAP Personnel Activity Questionnaire (provided by EMSC) so that EMSC can determine the relevant census areas and internal feeder pool data to use in the development of the affirmative action plan.

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Q5. What if the client did not track applicants’ race and gender data during the previous year, can EEO Made Simple (EMSC) still develop an AAP for the client?

A5. Yes, EMSC is able to develop an affirmative action plan for clients who did not track applicant data for the previous year. The AAP will contain all of the required analyses, except for the adverse impact analysis for hiring. It will contain: Executive 11246 AAP narrative for women and minorities; the narrative for veterans and disabled; the job group analysis; the workforce analysis or organizational profile; the internal feeder pool analysis; the external census availability analysis; the utilization analysis; placement goals for the current year; impact ratio analyses for personnel activities (promotion and termination).

EMSC can get you started with tracking your applicants going forward. Because the tracking of applicant data is a federal requirement, clients must begin that process immediately so that all the required data will be available when it’s time to update the AAP the following year. We’ll provide you a sample EEO data collection sheet that you’ll use to invite your applicants to volunteer the EEO data, and qualified clients (clients spending $4000 or more with us) will receive a free copy of our applicant tracking tool (AppTrac) so that applicant tracking can be maintained and monitored for adverse impact on an ongoing basis. Clients who do not qualify for a free copy of our AppTrac can purchase a license of our competitively priced software so they can begin the applicant tracking process. Buy AppTrac

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Q6. What are job groups? Will EEO Made Simple (EMSC) develop them for our company if we don’t already have them?

A6. Imagine that each department in your company represents a vertical slice of your workforce, then, a job group will be a horizontal slice. Job groups combine jobs across department lines into what can be loosely described as homogenous groups. Jobs in a job group require ‘similar’ skills, perform ‘similar’ responsibilities, and pay ‘similar’ wages. The government’s EEO-1 categories (e.g., Officials and Mangers, Professionals, Technicians, etc.), can be used as job groups in small organizations. In large organizations, job groups can be subsets of EEO-1 categories, like Managers of Engineering, Managers of Accounting and Finance, Professionals in Accounting and Finance, IT Professionals, Machine Operators, etc.

Yes, EMSC will develop job groups for any client that does not already have its job groups in place.

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Q7. What are the EEO-1 categories?

A7. Following are the nine EEO-1 categories as defined by the Federal government.

  1. Officials and Managers
    • 1.1-Executive/Senior Level Officials and Managers: Individuals who plan, direct and formulate policies, set strategy and provide the overall direction of enterprises/organizations for the development and delivery of products or services, within the parameters approved by boards of directors or other governing bodies. Residing in the highest levels of organizations, these executives plan, direct or coordinate activities with the support of subordinate executives and staff managers. They include, in larger organizations, those individuals within two reporting levels of the CEO, whose responsibilities require frequent interaction with the CEO.
    • 1.2-First/Mid-Level Officials and Managers: Mid-Level managers are individuals who serve as managers, other than those who serve as Executive/Senior Level Officials and Managers, including those who oversee and direct the delivery of products, services or functions at group, regional or divisional levels of organizations. These managers receive directions from Executive/Senior Level Management and typically lead major business units. They implement policies, programs and directives of executive/senior management through subordinate managers and within the parameters set by Executive/Senior Level management. First-Level managers report directly to middle managers. They serve at functional, line of business segment or branch levels and are responsible for directing and executing the day-to-day operational objectives of enterprises/organizations, conveying the directions of higher level officials and managers to subordinate personnel and, in some instances, directly supervising the activities of exempt and non-exempt personnel.
  2. Professionals: Employees concerned with the theoretical or practical aspects of such fields as science, art, law and business relations where substantial post secondary educational preparation, or equivalent on-the-job training or experience is required.
  3. Technicians: Employees whose jobs require a combination of basic scientific knowledge and manual skill which can be obtained through about two years of training, such as is offered in many technical institutes and junior colleges, or through equivalent on- the -job training.
  4. Sales Workers: These are non-managerial employees who are engaged wholly or primarily in the direct sale of the organization’s products/services.
  5. Administrative Support Workers: These are non-managerial employees performing administrative and support assistance such as typing, filing, computer operating, shipping, stocking, production and billing record-keeping. Included in this category are data processing clerks and client service representatives.
  6. Craft Workers: Employees who perform manual work of relatively high skill level and have a thorough and comprehensive knowledge of the processes involved. They exercise considerable independent judgment and usually receive an extensive period of training. It excludes learners and helpers.
  7. Operatives: Machine or processing equipment operators or employees who perform other factory-type duties of intermediate skill level which can be mastered in a few weeks and require only limited training. Included in this category are trainees and learners of craft positions.
  8. Laborers and Helpers: Employees who perform manual labor that generally requires only brief training to perform tasks that require little or no independent judgment. Included in this category are helpers to craft and operative employees.
  9. Service Workers: Employees in jobs relating to protective service, food service, and personal services. Assistants, trainers, helpers and their supervisors are also included.

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